Employee Leave During the COVID-19 Shutdown
I was scheduled to take medical leave during the shutdown (March 16th to March 27th). Since schools were closed, was my leave used?
Ten-month employees were not charged leave during the week of March 16th to March 27th. All other employees who were scheduled to take leave, were charged leave.
All employees are on duty effective March 30, 2020.
I am a 10-month employee who was scheduled to be on sick leave from March 16th to March 20th. Since I was paid for that time, may I extend my leave?
An employee’s return to work date should not change unless his/her medical condition changes. Although 10-month employees were not charged leave during this period, it is expected that their return to work dates will remain the same.
Therefore, employees who need additional leave should follow ordinary protocols to update their medical documentation with the leave management office.
I have been on sick leave for more than three days, but I am having difficulty getting a doctor’s appointment and/or a note due to my healthcare provider’s COVID-19 procedures.
Employees who use sick leave for more than three (3) consecutive days are required to provide medical documentation to support their absence. However, many healthcare providers have eliminated walk-in visits, and are prioritizing their appointments in favor of seriously ill patients.
Due to these constraints, employees will not be required to produce medical documentation until they are absent for more than five (5) consecutive days. This provision shall remain in effect until April 24, 2020.
I have been directed to self-quarantine by my health-care provider or a federal, state or local government authority. What type of leave should I use?
Effective April 1, 2020, full-time employees who have a documented directive to self-quarantine are eligible for up to 80 hours of paid sick leave. Part-time employees will be entitled to their average two-week wage.
I have symptoms of COVID-19. Should I take leave? If yes, what type?
During this pandemic, it is imperative that employees who feel ill – especially with a combination of symptoms such as a dry cough, fever, sore throat, or diarrhea - remain at home until they receive appropriate guidance from their healthcare provider and/or the state or local health department.
Effective April 1, 2020, employees who are awaiting diagnosis of COVID-19 symptoms are eligible for paid sick leave under the Families First Coronavirus Response Act (FFCRA). Eligible full-time employees may receive up to 80 hours of paid leave, while part-time employees will receive their average two-week wage.
If you remain ill after 10 workdays, contact the leave management office to determine your eligibility for additional leave.
I am caring for a person who has been directed to self-quarantine as in #4 above, or who has symptoms and is awaiting a diagnosis. Am I eligible for leave?
Yes. Effective April 1, 2020, employees who are caring for someone in the circumstances described are eligible for paid sick leave under the Families First Coronavirus Response Act (FFCRA). Eligible full-time employees may receive up to 80 hours of paid leave, while part-time employees will receive their average two-week wage.
If the person remains ill after 10 workdays, contact the leave management office to determine your eligibility to use sick leave, FMLA, or to take a leave of absence.
My child’s school or day care provider is closed due to COVID-19. My child requires supervision and I cannot telework. Am I eligible for leave?
Effective April 1, 2020, employees with childcare concerns related to COVID-19, who cannot telework, are eligible for paid sick leave under the Families First Coronavirus Response Act (FFCRA). Eligible full-time employees may receive up to 80 hours of paid leave, while part-time employees will receive their average two-week wage.
Effective April 1, 2020, employees who meet certain criteria may be eligible for up to 50 additional days of paid leave for the circumstance described.
I recently delivered a baby, and I believe I can return to duty in a teleworking status earlier than my originally scheduled return to work date. May I return early?
Due to the shutdown, many AACPS employees, including instructional staff, are teleworking. As such, the essential functions of many jobs have been temporarily modified. However, it is expected that during duty hours, the primary activity of every teleworking employee is work, i.e., performing duties in service of the organization. In some positions, employees will be required to do specific work during specific time periods.
Employees should conduct themselves reasonably. Those who are caring for newborns (days or weeks old), should consider whether your primary activity during duty hours will be working or childcare. Given the increased activity in the leave management office, if your delivery date was ≤ 5 weeks ago, please consider this information carefully before contacting us.